Reconciliation Action Plan

REFLECT
Acknowledge. Educate. Advance.
August 22 – August 23

CONTENTS•

Acknowledgement of Country3•

About the artwork and artist

4•

A message from Reconciliation Australia

5•

A message from our GM

6•

Our Business7•

Our RAP

8•

Relationships

10•

Respect

11•

Opportunities

12•

Governance13

ACKNOWLEDGEMENT OF
COUNTRYP&G Australia recognises and honours Aboriginal and Torres Strait
Islander people as Australia’s First People. We pay tribute to thedeep and unique cultural richness of Aboriginal and Torres Strait
Islander peoples and the positive and valued contribution they
make to the communities in which we all live.
We recognise Aboriginal people as the Sovereigns over this great
land and as the worlds oldest living continuous culture with uniquelanguages and spiritual relationships to the land and sea.
We honour and thank the traditional owners of the land on which
our offices are located – the Wallamattagal clan of the Dharug
Nation and the Wurundjeri people of the Kulin Nation, and the
traditional owners of the lands on which our employees live andwork.
We pay our respects to their Elders past and present, and to thenext generation of leaders.

ABOUT THE
ARTWORK
Inspiration for the artwork:"I had in mind the idea of collaboration

unfurling by the campfire as the sun sets
in soft earthy gentle hues- creating ayarning circle of communication.
There is movement in the spiralsymbolising growth and strength as we
return to a deeper understanding of eachothers cultures.”
Justine Kinney, Artist
Cultural Creatives Agency

The founder of Cultural Creatives Agency is
Justine Kinney, a Yawaru woman from
Broome in the northwest of Western Australia.
Drawing on her people’s view of the worldthat all things are connected, Justine uses
fresh communication strategies with creative
elements flowing across multiple platforms.
Justine comes from a strong Indigenous
business background and has an in-depth
understanding of the specific challenges
Aboriginal people face in business. She is also
well-placed with access to resources,
networks and opportunity to give her clients
every
advantage
possible.
Passionate
about
keeping
interculturaldialogue alive, Justine engages clients withart & design that resonates with thousands ofyears of expression and identity.

A MESSAGE FROMRECONCILIATIONAUSTRALIA
Reconciliation Australia welcomes Procter and Gamble to the Reconciliation Action
Plan (RAP) program with the formal endorsement of its inaugural Reflect RAP.

Procter and Gamble joins a network of more than 1,100 corporate, government, andnot-for-profit organisations that have made a formal commitment to reconciliation
through the RAP program.
Since 2006, RAPs have provided a framework for organisations to leverage theirstructures and diverse spheres of influence to support the national reconciliation
movement. The program’s potential for impact is greater than ever, with close to 3
million people now working or studying in an organisation with a RAP.
The four RAP types — Reflect, Innovate, Stretch and Elevate — allow RAP partners tocontinuously develop and strengthen reconciliation commitments in new ways. This
Reflect RAP will lay the foundations, priming the workplace for future RAPs andreconciliation initiatives.
The RAP program’s strength is its framework of relationships, respect, andopportunities, allowing an organisation to strategically set its reconciliationcommitments in line with its own business objectives, for the most effective
outcomes.
These outcomes contribute towards the five dimensions of reconciliation: race
relations; equality and equity; institutional integrity; unity; and historical acceptance.
It is critical to not only uphold all five dimensions of reconciliation, but also increaseawareness of Aboriginal and Torres Strait Islander cultures, histories, knowledge, andleadership across all sectors of Australian society.
This Reflect RAP enables Procter and Gamble to deepen its understanding of its
sphere of influence and the unique contribution it can make to lead progress acrossthe five dimensions. Getting these first steps right will ensure the sustainability of
future RAPs and reconciliation initiatives, and provide meaningful impact toward
Australia’s reconciliation journey.
Congratulations Procter and Gamble, welcome to the RAP program, and I lookforward to following your reconciliation journey in the years to come.

Karen Mundine
Chief Executive Officer
Reconciliation Australia

A MESSAGE FROMOUR GENERALMANAGEROn behalf of Procter & Gamble Australia, I’d like to acknowledge the Traditional
Owners of Country throughout Australia and pay my respects to Elders, past,present and emerging.
At P&G we aspire to create a company and a world where equality and inclusionis achievable for all; where respect and inclusion are the cornerstones of ourculture; where equal access and opportunity to learn, grow, succeed and thrive
are available to everyone.
As we begin our reconciliation journey, we are committed to understand,acknowledge and advance with our First Nations people, to help promoteequality for our Indigenous populations in both Australia and New Zealand. As
individuals and as a company we are building our understanding and awarenessof our Indigenous history, traditions and culture during this first phase of ourReconciliation Action Plan. We must seek first to understand and reflect before
we can advocate for and advance the conversation with our First Nations
people.
I am proud to be a part of this journey and acknowledge that we do have morework to do in this space. I am excited for the opportunities that lay ahead and todeliver on our RAP commitments, building cultural capability within our local
teams and building trust within our First Nations sectors and communities totruly be a Force for Good and a Force for Growth.

Kumar VenkatasubramanianGeneral Manager
P&G Australia and New Zealand

OUR BUSINESSAt P&G, our brands are trusted in millions of living rooms, kitchens, laundryrooms, and bathrooms right across the world—and have been passed downfrom generation to generation. Over the course of 184 years, they’ve challenged
convention, led innovation, and helped shape culture.

No matter how much we grow as a business, we always keep ourselves
grounded in our deep-rooted purpose, values, and principles —and an
unwritten acknowledgement between our company and our colleagues thatbeing our best, and doing our best for one another, for the people who buy our
products, and for the world around us will lead to mutual success.
We have shown that our ability to grow is directly connected to ourcommitment to responsible business and doing good. Our ability to do good isin turn strengthened by our growth. We aim to be a force for growth and aforce for good. We see these as inseparable. We have embedded Citizenshipinto how we do business every day.
Citizenship is how we refer to our efforts in Environmental Sustainability,
Equality & Inclusion, Community Impact and Governance (ESG) areas.
Locally in Australia and New Zealand, we have a very passionate people groupof 150 employees across two sites in Sydney and Melbourne, who arecommitted to being a Force for Good and a Force for Growth. They both go
hand in hand, and this keeps us grounded in the work that we do. We are here
to serve our consumers and communities, making a difference and leaving alegacy for the people in our communities in which we reside.

We have formed a RAP working group led by our National Innovation Director
as the RAP Champion for the Organisation.
We are currently unaware of any staff who identify as an Aboriginal and/or
Torres Strait Islander person.

OUR RAPAt P&G, we aspire to create a company and a world where equality and inclusion isachievable for all; where respect and inclusion are the cornerstones of our culture; whereequal access and opportunity to learn, grow, succeed, and thrive are available to everyone.
We believe in the power of our differences and the impact we can make when we cometogether united by shared values and purpose. We are committed to doing the work to
make this a reality.
P&G Australia is at the beginning of our RAP journey, and we understand that truereconciliation is ongoing and cannot be achieved through a single policy or
action. Developing a RAP is a measurable demonstration of our commitment toreconciliation. We see our RAP work as the start of our long-term commitment and believe
there are significant opportunities to advance understanding, respect, and opportunity
under our 4 strategic equality and inclusion pillars of Employees, Community, Brands andPartners which will provide the framework for sustainability within our RAP’s.
Through our Reflect RAP we seek to elevate our responsibility by maintaining and a safe andinclusive workplace and advancing our cultural awareness with the hope that thistranscends to impacting greater actions towards reconciliation, not only internally but in the
broader community.
We aim to increase employment and support Aboriginal, and Torres Strait Islander owned
businesses through procurement opportunities.
We commit to:•

Increasing our employee’s insight, respect, and appreciation of Aboriginal and Torres
Strait Islander cultures. We also welcome Aboriginal and Torres Strait Islander peoples
to seek employment at P&G Australia, share skills and to partner with us.

•

Use our brand voice to ensure that equality and inclusion accurately and respectfully
portrays the people we serve. Our choices in creative assets, influencers, partners, andmessaging will continue to break down stereotypes and help remove bias. We
currently have 10% representation of First Nations people in our brand influencers – weaim to maintain this representation over the next 12 months.

•

Being more equitable in our spending and advocacy of Aboriginal and Torres Strait
Islander owned and led businesses. When our Supply Network reflects the diversity of
our consumers, employees, and stakeholders our community thrives.

•

Positively contribute to the growth, development, and wellbeing of Aboriginal andTorres Strait Islander peoples through ensuring our community impact efforts improveequality and inclusion. We will continue to step up and do our part to commit supportand resources required to support and work with communities in need.

•We will seek continuous learning and guidance from our local, regional, and global E&I
leaders to continue to progress our RAP internally and by connecting with First Nations
community members externally.

Through the framework of our Reconciliation Action Plan (RAP) we formalise ourcommitment to identifying meaningful ways to contribute to the reconciliation process
through increased awareness of Aboriginal and Torres Strait Islander cultures, histories, andachievements. We understand the role that P&G Australia can play in the upward mobilityof Aboriginal and Torres Strait Islander peoples.

OUR RAP
While in the early stages, we have established initial partnerships and initiatives which we
look to further progress over the next 12 months:• We have a long-standing relationship with Foodbank, ensuring the vulnerable
Australians have access to our essential products. Over the past 12 months, we havedonated 41,539 kgs of essential products including Shampoo, Conditioner, Toothbrushes,
Toothpaste. We continue to engage with Foodbank to understand specific needs ofAboriginal and Torres Strait Islander communities. In May 2022, Foodbank SA CEO Greg
Pattinson joined our annual equality and inclusion summit for a panel discussion on
redefining inclusion in society.
• In Mar 2022, in addition to providing organisation education of National Close the Gap
Day, members of the RWG participated in a screening of the documentary Take Heart
Deadly Heart with the opportunity to join a live Q&A session with the film’s contributors
and with the film’s narrator Dion Devow.
• In April 2022 we partnered with ANTaR and First Peoples Disability Network in providing
105 cases of much needed Adult Incontinence products to Aboriginal and Torres Strait
Islander communities impacted by the severe flooding in northern NSW. In May 2022,
First People Disability Network CEO Damian Griffis (a Worimi man and a leading
advocate for the human rights of Aboriginal and Torres Strait Islander people withdisability) and Paul Wright ANTaR National Director, joined our annual equality andinclusion summit for a panel discussion on redefining inclusion in society as part of ourongoing education.
• In May 2022, Uncle Allan Murray of the Metropolitan Aboriginal Land Council kicked off
our annual equality inclusion summit with a Welcome to Country and introduction ofcultural awareness.
• We have established a partnership with Macquarie University Walanga Muru groupwhich will be formally kicked off in July 2022, through support of their Camp Aspire
program, an annual event for First Nations year 11 and 12 students to inspire and guideon their education journey. P&G Australia will be the first corporate partner helping to
guide on career options within the FMCG industry through fun and engaging content.
This also helps us to establish a long-term recruitment strategy in partnership with local
universities.
• We continue to improve brand representation of First Nations peoples through strategic
partnerships. Most notable is the partnership with Brooke Blurton from January 2021 asa key brand ambassador for Oral B.

Paul Wright ANTaR National
Director, at our annual
equality and inclusion summit

Product donations distributed toFirst Nations communities inpartnership with First Peoples
Disability Network

RWG members at Camp Aspire in
partnership with Macquarie University
Walanga Muru group,

RELATIONSHIPS

ActionDeliverable•

1. Establish andstrengthen mutually
beneficial relationships
with Aboriginal andTorres Strait Islander
stakeholders andorganisations.

•4. Promote positive
race relations throughanti-discrimination
strategies.

Jan-23

Sales Senior
Manager,
Regulatory Senior
ManagerJan-23

Sales Senior
Manager,
Regulatory Senior
ManagerMay-23

Encourage and support staff
and senior leaders toparticipate in at least one
external event to recogniseand celebrate NRW.
Communicate ourcommitment to reconciliation
to all staff.

27 May- 3
June 23

Dec 22GM•

Identify external stakeholders
that our organisation can
engage with on ourreconciliation journey.

Jan-23•

Identify RAP and other likeminded organisations that we
could approach to collaborate
with on our reconciliation
journey.

Mar-23Innovation
Director,
Warehouse
ManagerInnovation
Director,
Warehouse
Manager•

Research best practice andpolicies in areas of race
relations
Conduct a review of HR
policies and procedures to
identify existing antidiscrimination provisions, andfuture needs.

Apr-23

HR SeniorDirector

Apr -23

HR SeniorDirector•••

3. Promotereconciliation throughour sphere of influence.

Responsibility

Sales Senior
Manager,
Regulatory Senior
Manager
Sales Senior
Manager,
Regulatory Senior
Manager
GM, Innovation
Director•

2. Build relationships
through celebrating
National Reconciliation
Week (NRW).

Identify Aboriginal and Torres
Strait Islander stakeholders
and organisations within our
local area or sphere of
influence.
Research best practice andprinciples that support
partnerships with Aboriginal
and Torres Strait Islander
stakeholders andorganisations.
Circulate Reconciliation
Australia’s NRW resources andreconciliation materials to ourstaff.
RAP Working Group members
to participate in an external
NRW event.

Timeline•

27 May- 3
June 23RESPECTRESPECT

Action5. Increase
understanding, value
and recognition ofAboriginal and Torres
Strait Islander cultures,histories, knowledge, andrights through culturallearning.

6. Demonstrate respect
to Aboriginal and Torres
Strait Islander peoples byobserving cultural
protocols.

7. Build respect for
Aboriginal and Torres
Strait Islander culturesand histories bycelebrating NAIDOC
Week.

Deliverable

Timeline

Responsibility

Develop a business case forincreasing understanding, value
and recognition of Aboriginal andTorres Strait Islander cultures,histories, knowledge, and rights
within our organisation.

Jan 23Innovation
Director

Conduct a review of culturallearning needs within ourorganisation.

Nov 22

HR Capability
ManagerDevelop an understanding of thelocal Traditional Owners or
Custodians of the lands and waters
within our organisation’s
operational area.

Dec 22Innovation
Director

Increase staff’s understanding of
the purpose and significancebehind cultural protocols, including
Acknowledgement of Country andWelcome to Country protocols.

Dec 22Innovation
Director

Include Acknowledgement ofCountry at all organisation events,
in line with cultural protocols

Dec 22

Communications SeniorManager

Include Acknowledgement ofCountry on company website

Feb 23

Communications SeniorManagerRaise awareness and share
information amongst our staff
about the meaning of NAIDOC
Week.

June 23

Regulatory
Manager, SalesManagerIntroduce our staff to NAIDOC
Week by promoting external
events in our local area.

June 23

Regulatory
Manager, SalesManager

RAP Working Group to participate
in an external NAIDOC Week event.

1st Week inJuly 23

Regulatory
Manager, SalesManagerRESPECTOPPORTUNITIESAction8. Improve employmentoutcomes by increasing
Aboriginal and Torres
Strait Islander
recruitment, retention,and professional
development.

9. Increase Aboriginal andTorres Strait Islander
supplier diversity tosupport improved
economic and social
outcomes.

Deliverable

Timeline

Responsibility

Develop a business case for
Aboriginal and Torres Strait
Islander employment within
our organisation.

Oct-22

HR TalentSpecialist

Build understanding of current
Aboriginal and Torres Strait
Islander staffing to informfuture employment andprofessional development
opportunities.

Mar -23

HR TalentSpecialist

Develop a business case for
procurement from Aboriginal
and Torres Strait Islander
owned businesses.

Feb-23Purchasing
SeniorManager

Investigate Supply Nation
membership.

July 23

Purchasing
SeniorManagerRESPECTGOVERNANCE

Action10. Establish andmaintain an effective
RAP Working Group(RWG) to drive
governance of the
RAP.

11. Provide appropriate
support for effective
implementation of
RAP commitments.

12. Buildaccountability andtransparency throughreporting RAP
achievements,
challenges, andlearnings bothinternally andexternally.

13. Continue ourreconciliation journeyby developing ournext RAP.

Deliverable

Timeline

Responsibility

Form a RWG to govern RAP
implementation.

Aug 22Innovation
Director

Draft a Terms of Reference for the
RWG.

Sept 22

Warehouse
Manager

Establish Aboriginal and Torres
Strait Islander representation on
the RWG.

Jan 23

HR TalentSpecialist

Define resource needs for RAP
implementation.

Aug 22Innovation
Director

Engage senior leaders in thedelivery of RAP commitments.

Aug 22Innovation
Director

Appoint a senior leader tochampion our RAP internally.

Aug 22Innovation
Director

Define appropriate systems andcapability to track, measure andreport on RAP commitments.

Oct 22Innovation
Director

Contact Reconciliation Australia to Jul 23
verify that our primary andsecondary contact details are up
to date, to ensure we do not missout on important RAP
correspondence.

Innovation
Director, HR
TalentSpecialist

Contact Reconciliation Australia to Aug 23
request our unique link, to accessthe online RAP Impact
Measurement Questionnaire.

Innovation
Director, HR
TalentSpecialist

Complete and submit the annual
RAP Impact Measurement
Questionnaire to Reconciliation
Australia.

30 Sept 22, 23

Innovation
Director, HR
TalentSpecialist

Register via Reconciliation
Australia’s website to begin
developing our next RAP.

May 23Innovation
Director, HR
TalentSpecialist